What Never Works: Tough-Coercive Leadership
Managers and supervisors that use this approach to controlling performance may primarily rely on the threat of punishment.
Fear-driven cultures cannot be effective in achieving world-class safety.
As you might guess, fear-driven cultures, by definition, cannot be effective in achieving world-class safety because managers, supervisors, and employees do what they must to avoid negative consequences. Characteristics of a tough-coercive leadership approach include:
- Fear-Driven Behaviors: Leadership actions and decisions are motivated by fear, potentially undermining a positive safety culture. Example: Managers may overemphasize penalties for safety infractions.
- Limited Effectiveness: Achieves basic compliance but fails to create a truly safe and proactive environment. Example: Employees follow safety rules out of fear of reprimand rather than understanding their importance.
- Objective: To enforce compliance, ensure self-protection, and meet legal obligations. Example: Safety protocols are strictly enforced to avoid legal repercussions.
- Authoritarian Role Perception: Safety leaders see themselves more as enforcers (cops) rather than as advisors (consultants). Example: Safety managers prioritize monitoring and penalizing infractions.
- Negative Communication: Managers often communicate through actions and words that convey negative messages, creating a climate of mistrust and negativity. Example: Constant criticism and fault-finding by supervisors, without recognition of safe practices or positive feedback.
Knowledge Check Choose the best answer for the question.
8-5. The manager who has a tough-coercive leadership approach may primarily rely on _____.
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